NON-CLASSROOM OPENINGS Sample Clauses

NON-CLASSROOM OPENINGS. (a) An opening will be defined as a non-classroom position that the Board wishes to fill and which will be open for one (1) semester or longer. If an employee is on paid leave and the Board fills the position, it shall be on a temporary basis until the employee returns or indicates that s/he will not be returning. (b) In filling openings in other than classroom assignments within the Bargaining Unit, all teachers who meet specified job qualifications at the time of application shall be given an opportunity to make application for such openings. (c) The following is a list of non-classroom positions: Guidance counselor School psychologist Speech and hearing therapist Social worker School community agent Physical therapist Occupational therapist 20.2 Changes in existing job descriptions or the establishment of new job descriptions shall be made only after consultation with the OPEA. 20.3 Openings in other than classroom assignments within the Bargaining Unit shall be communicated to all teachers by Central staff bulletin and by posted notice. The qualifications for such assignments shall be stated in the bulletin and notice. 20.4 When such openings occur during the year, teachers shall be notified at least ten (10) school days prior to the date set for the deadline for receiving applications for such opening. 20.5 When such openings develop during the summer months the announcement of such opening and the qualifications thereof shall be sent to each teacher at least thirty
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NON-CLASSROOM OPENINGS. (a) An opening will be defined as a non-classroom position that the Board wishes to fill and which will be open for one (1) semester or longer. If an employee is on paid leave and the Board fills the position, it shall be on a temporary basis until the employee returns or indicates that s/he will not be returning. (b) In filling openings in other than classroom assignments within the Bargaining application shall be given an opportunity to make application for such openings. (c) The following is a list of non-classroom positions: Guidance counselor School psychologist Speech and hearing therapist Social worker School community agent Physical therapist Occupational therapist 19.2 Changes in existing job descriptions or the establishment of new job descriptions shall be made only after consultation with the OPEA. 19.3 Openings in other than classroom assignments within the Bargaining Unit shall be communicated to all teachers by Central staff bulletin and by posted notice. The qualifications for such assignments shall be stated in the bulletin and notice. 19.4 When such openings occur during the year, teachers shall be notified at least seven
Sample 1
NON-CLASSROOM OPENINGS. (a) An opening will be defined as a non-classroom position that the Board wishes to fill and which will be open for one (1) semester or longer. If an employee is on paid leave and the Board fills the position, it shall be on a temporary basis until the employee returns or indicates that s/he will not be returning. (b) In filling openings in other than classroom assignments within the Bargaining application shall be given an opportunity to make application for such openings. (c) The following is a non-exhaustive list of non-classroom positions: 1. Guidance Counselor 2. School Psychologist 3. Speech and Hearing Therapist 4. Social Worker
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Related to NON-CLASSROOM OPENINGS

  • Classrooms The Board shall be responsible for maintaining a standard of cleanliness in each teacher’s classroom.

  • Classroom Visitation To provide patrons of the District the opportunity to visit classrooms with the least interruption to the teaching process, the following guidelines are set forth: A. All visitors to a school and/or classroom shall obtain the approval of the principal, and if the visit is to a classroom, the time will be arranged after the principal or his designee has conferred with the employee, if possible. B. Whenever possible, the employee shall be afforded the opportunity to confer with the classroom visitor before and/or after the visitation. C. This provision does not apply to administrators and Board of Directors members.

  • Classroom Management The certificated classroom teacher demonstrates in his/her performance a competent level of knowledge and skill in organizing the physical and human elements in the educational setting.

  • Promotion to a Higher Classification An employee who is promoted to a higher rated classification within the bargaining unit will be placed in the range of the higher rated classification so that he shall receive no less an increase in wage rate than the equivalent of one step in the wage rate of his previous classification (provided that he does not exceed the wage rate of the classification to which he has been promoted).

  • SPECIALIZED JOB CLASSES Where there is a particular specialized job class in which the pay rate is below the local market value assessment of that job class, the parties may use existing means under the collective agreement to adjust compensation for that job class.

  • Job Classification Full-Time and Part-Time (a) When a new classification (which is covered by the terms of this Collective Agreement) is established by the Hospital, the Hospital shall determine the rate of pay for such new classification and notify the Local Union of the same within seven (7) days. If the local challenges the rate, it shall have the right to request a meeting with the Hospital to endeavor to negotiate a mutually satisfactory rate. Such request will be made within ten (10) days after the receipt of notice from the Hospital of such new occupational classification and rate. Any change mutually agreed to resulting from such meeting shall be retroactive to the date that notice of the new rate was given by the Hospital. If the parties are unable to agree, the dispute concerning the new rate may be submitted to arbitration as provided in the Agreement within fifteen (15) days of such meeting. The decision of the Board of Arbitration (or Arbitrator as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classification. (b) When the Hospital makes a substantial change during the term of this agreement in the job content of an existing classification which in reality causes such classification to become a new classification, the Hospital agrees to meet with the Union, to permit the Union to make representation with respect to the appropriate rate of pay. (c) If the matter is not resolved following the meeting with the Union the matter may be referred to arbitration as provided in the Agreement within fifteen (15) days of such meeting. The decision of the Arbitrator shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classifications. (d) The parties further agree that any change mutually agreed to or awarded as a result of arbitration shall be retroactive only to the date that the Union raised the issue with the Hospital.

  • New Job Classifications When a new classification (which is covered by the terms of this collective agreement) is established by the Hospital, the Hospital shall determine the rate of pay for such new classification and notify the local Union of the same. If the local Union challenges the rate, it shall have the right to request a meeting with the Hospital to endeavour to negotiate a mutually satisfactory rate. Such request will be made within ten (10) days after the receipt of notice from the Hospital of such new occupational classification and rate. Any change mutually agreed to resulting from such meeting shall be retroactive to the date that notice of the new rate was given by the Hospital. If the parties are unable to agree, the dispute concerning the new rate may be submitted to arbitration as provided in the agreement within fifteen (15) days of such meeting. The decision of the arbitrator (or board of arbitration as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classification. When the Hospital makes a substantial change in the job content of an existing classification which in reality causes such classification to become a new classification, the Hospital agrees to meet with the Union if requested to permit the Union to make representation with respect to the appropriate rate of pay. If the matter is not resolved following the meeting with the Union, the matter may be referred to arbitration as provided in the agreement within fifteen (15) days of such meeting. The decision of the arbitrator (or board of arbitration as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classifications. The parties further agree that any change mutually agreed to or awarded as a result of arbitration shall be retroactive only to the date that the Union raised the issue with the Hospital. The parties further agree that the above process as provided herein shall constitute the process for Pay Equity Maintenance as required by the Pay Equity Act.

  • Mileage Measurement Where required, the mileage measurement for LIS rate elements is determined in the same manner as the mileage measurement for V&H methodology as outlined in NECA Tariff No. 4.

  • Compressed Work Week The Company and Union recognize the concept of the compressed work week. It is further understood that the compressed work week conditions will apply only to those departments that are on the compressed work week.

  • Client Classification 7.1. We shall not have an obligation to treat our clients in different classes depending on their knowledge and expertise.

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